Human Resource Management Essay

1. 0INTRODUCTION
The organisation that we have chosen is Cathay Pacific Airways. an air hose industry that was established in 1946 in Hong Kong by an American Roy Farrell and an Australian Sydney H de Kantzow ( Cathay Pacific n. d. a ) . The company has been named as “Best Airline in the World and Best Airline First Class in the 2012 Business Traveller China Awards” ( Cathay Pacific n. d. B ) . This shows that Cathay Pacific is the one company that has its nucleus competence in the development of universe category employees based on their enlisting and choice procedure that is important as a starting point for any accomplishments. Recruitment is fundamentally the procedure of placing and engaging the best-qualified campaigner internally or externally for occupation vacancies offered in an organisation ( Dessler 2013. p. 172 ) . Likewise. Cathay Pacific has emphasised on a few enlisting methods to ask for people that are interested to use for the occupation offered by them. However. choice is the procedure of choosing the most suited campaigner in order to make full certain occupation place by utilizing screening tools like trials. appraisal centres. etc that was besides practiced by Cathay Pacific ( Dessler 2013. p. 202 ) . Then. farther issues on the enlisting and choice procedure of Cathay Pacific are analysed as follow.

2. 0RECRUITMENT
Types of internal and external occupation place
There are several types of internal occupation places in Cathay Pacific Airlines. Technical Instructor under the section of Flight Operations. Assistant Manager Communication Services / Editor under the section of Corporate Communication and Aircraft Mechanics ( Cathay Pacific n. d. degree Celsius ) . Besides. illustrations of the external occupation places are Flight Crew. Flight Attendant and Flight Simulator Instructor. Internal enlisting

The types of internal enlisting are publicity where the 2nd officers must accomplish his or her mark ranking within four-and-a-half old ages to be promoted as the first officer ( Flight Global 2012 ) . Succession be aftering involves development and enlisting in make fulling up employer’s top place. As such. Cathay Pacific offers programmes like the Management Trainee Programme to fix campaigners to acquire promoted and for promotion in the
more ambitious function ( Cathay Pacific n. d. degree Celsius ) . External enlisting

The external enlisting methods of Cathay Pacific are fundamentally on-line recruiting. advertisement and alumnus programmes. Cathay Pacific uses on-line enlisting as it is considered the most effectual manner engage the best campaigner. As such. they have started utilizing their ain web site and occupation boards like The Pilot Career Centre ( The Pilot Career Centre 2012 ) and The Recruitment Place ( The Recruitment Place n. d. ) as occupation searchers may seek the company and occupation place handily by come ining keywords. read occupation description and other inside informations sing the company or occupations offered ( Pilot Career Centre 2012 ) . Examples of occupations offered on the cyberspace are Customer Service Officer. Flight Crew and Flight Attendants ( Cathay Pacific n. d. degree Celsius ) . The importance of online recruiting is due to convenience. truth and besides environmental friendly. their application signifier is known as Cathay Pacific Green Explorer Application Form ( Cathay Pacific n. d. vitamin D ) . A job that might happen is internet overload where employers would stop up with deluged sketchs. In advertizement that was published in the local newspaper. occupations offered are Pilots. Flight Attendants and many more. Their basic demands are to hold an first-class bid of written and spoken English. be physically fit and measure up for a Class I Medical and run into flight deck range demands. Cathay Pacific will direct their recruits to Australia to undergo a to the full paid preparation upon credence. Then. if completion is successful. they will be based in Hong Kong ( Airlines Jobs 2012 ) .

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Cathay Pacific is looking for people with a echt involvement in aircraft and winging who will do good representatives of Cathay Pacific and have passionate about winging and have enthusiasm about air power ( Zavadszky 2012 ) . The alumnus programmes are entirely for those who have merely graduated or looking for new exciting occupations to prosecute. viz. there are Management Trainee. Engineering Trainee. Customer Services Officer. Cadet Pilot Programme and Flight Attendant ( Cathay Pacific n. d. degree Celsius ) . No working or winging experience needed. so long as they have completed secondary school. hold good base on ballss in maths and scientific discipline. and are technically appropriate. However. it is an advantage for those who have a grade or sheepskin. or base on ballss in pilot licence topics ( Zavadszky 2012 ) . The enlisting for 2nd officers take topographic point through three entry watercourses. and three different developing programmes which includes the Cadet Pilot Programme. that takes about 61 hebdomads for those with no or small experience in winging. It will be to the full funded in Adelaide. Australia. Cathay Pacific’s flight preparation Centre. Then. for those with winging experience are qualify for a 32-week advanced entry or a 14-week passage preparation ( Zavadszky 2012 ) . After became 2nd officers. they will work on Cathay Pacific’s fleet of Boeing 747-400. Boeing 777. and Airbus A340-300 and A330-300 aircraft. runing worldwide on long-haul paths.

3. 0SELECTION
Choice Procedure
After finishing the application signifier. campaigners have to confront some trials and interviews before they are accepted to work in Cathay Pacific. Basically. choice procedure of Pilot. Flight Attendant and Crew. and Officer Staff are about the same. Harmonizing to Cathay Pacific ( n. d. vitamin E ) . the first measure in choice procedure to be a pilot is to go through the first interview and some trials provided by Cathay Pacific ( refer to selection test portion ) . Then. the short-listed campaigners who have passed their interview and trials. they are invited to Hong Kong for the 2nd interview and a medical trial. The last phase of the choice procedure is really a preparation plan. Cadet Pilot Programme. held in Hong Kong. Similarly. for the 2nd officer choice procedure besides need campaigners to go to for the first interview where disbursals are non covered by the company so. the same procedure goes on for the concluding interview if they are qualified ( Cathay Pacific n. d. vitamin E ) . Harmonizing to flightdeckfriend. com ( n. d. ) . in Cathay Pacific. there will be two interviewers ; one is first or 2nd officer ( for officer interview ) and Captain ( for pilot interview ) . and a HR section staff. Furthermore. there will be many inquiries asked by the interviewers. Likewise. they will inquire about personal information. behaviours. motive to work in Cathay Pacific. and knowledge about the company ( flightdeckfriend. com n. d. ) . Besides. for the first or 2nd officer and pilot. they are often asked about general cognition inquiries related to air power or their occupation place and situational inquiries.

Choice Trials
Campaigners have to go through some trials provided by Cathay Pacific before continuing to the 2nd interview and they are English trial. Technical cognition trial. Psychometric trial. Aptitude trial. Reasoning trial. and Medical trial after succeeded the 2nd interview ( flightdeckfriend. com n. d. ) . •English trial

Harmonizing to wowpeter. com ( 2009 ) . after finishing the first interview. campaigners must besides finish the ICAO English trial ( English trial system for all Airlines Companies ) . They will be tested for grammar and hearing accomplishments for the English trial because it is the international linguistic communication and of import for communicating. Then merely campaigner will hold following trials. •Technical Knowledge trial

Before appraisal. Cathay Pacific will supply Job Knowledge Index ( JKI ) to campaigners as the trial is based on that book ( flightdeckfriend. com n. d. ) . •Psychometric trial
All the air hoses company will prove the campaigner about this trial and the intent for this trial is to cognize about the personality and the unity of response of the campaigner. Cathay Pacific is looking for the campaigners who are able to multi-task. to analyse information. to do wise determinations. to work in squad. and have leading accomplishments ( flightdeckfriend. com n. d. ) . •Aptitude trial

Cathay Pacific trial aptitude utilizing computerized system to prove coordination accomplishment. reaction clip. recall ability. orientation and mental capacity ( flightdeckfriend. com n. d. ) . •Reasoning trial
Lapp as aptitude trial. Cathay Pacific uses computerized system to prove concluding trial. Reasoning trial in here uses matrices to prove the logical ability of campaigners ( flightdeckfriend. com n. d. ) . •Medical trial

After finishing all those trials. campaigners have to make medical check-up in Cathay Pacific. They normally check blood force per unit area. oculus trial. and ear trial. If the campaigners pass this medical trial. campaigners will go through the Class 1 Aircrew medical for the Hong Kong civil Aviation Department and they can continue to the 2nd interview ( wowpeter. com 2009 ) .

4. 0DIVERSE WORKFORCE
Cathay Pacific strongly patterns and engages with diversified work force. Previously Cathay Pacific has 1. 577 employees and now it has about 20. 000 employees around the universe. of which 9. 700 of them are cabin crew from 14 different districts. coevalss and nationalities. 3. 000 pilots from 42 nationalities. preponderantly from Hong Kong. Canada. New Zealand. Australia and United Kingdom ( Cathay Pacific. 2011 ) . Cathay Pacific believes that multiple civilizations. backgrounds. people and linguistic communications are kernel to beef up and develop a winning squad in the industry ( Cathay Pacific. 2011 ) . With a diverse work force. Cathay Pacific hopes to heighten communications. guarantee that positions and sentiments of people are heard and acted in an appropriate mode. With multicultural employees whom Cathay Pacific has. helps in acquisition and development within the work force. which create chances for readying of assorted functions and duties. These developments and larning to be taught on employees will assist beef up their service. concern consciousness and interpersonal accomplishments. That finally helps in constructing leading and direction accomplishments to heighten professionalism and service quality of crew members. Diverse work force allows battle of labors brotherhood relationships for illustration. Cathay Pacific will cover labour brotherhood relationships in Hong Kong and across all of their outports. which some has mandatory brotherhood acknowledgment statute law. states alike Canada and Australia ( Cathay Pacific 2011 ) .

5. 0CATHAY PACIFIC ISSUES
5. 1Racism in enlisting procedure
Harmonizing to Leake ( 2011 ) . Cathay Pacific had faced a racism issue in the enlisting procedure. He mentioned that there was an Muslim worker who has been working as a Heathrow flight-handling agent for 17 old ages. applied as a rider services officer in Cathay Pacific and was rejected. Then. Leake farther explained that the applicant tried to direct another application missive with different individuality that was non demoing he is an Muslimism and he received a called for the interview. Harmonizing to Hodges ( 2012 ) . Cathay Pacific employed campaigners irrespective of gender. race. belief. and faith. However. harmonizing to Leake as above it has expressed some racism
issue in Cathay Pacific. In fact. administrations have to be cognizant that enrolling diverse work force is truly of import presents. Besides. with the ever-changing environment in demographics. enrolling diverse work force brings more advantages. Harmonizing to NAS ( 2005 ) . the first advantage of enrolling diverse work force is that administrations can pull and retain the best endowment. It besides helps to make a good image for the organisation where it can so set up in partnership easy with minority groups. Furthermore. NAS besides mentioned that it could assist to spread out the market portion and assist the organisation to be more flexible in accommodating the alterations of market environment. Last. administrations can cut down in the turnover rate because they can make a favourable repute and a good employer trade name ( NAS 2005 ) . There is no such thing as being racialist in an administration.


Everyone has to appreciate each other regardless of their gender. faith and race. Hence. Cathay Pacific has to promote and pattern equity when enrolling people. Somehow harmonizing to rumours or intelligence of Cathay Pacific stating that it is non a good topographic point to work or being accused as racism regardless of whether the intelligence is true. people would doubt to direct their application signifier and would non willing to work at that place. Meaning. Cathay Pacific will lose the chance in enrolling gifted people and would make a bad repute in the air hose industry. Furthermore. because of bad repute. Cathay Pacific will lose their market portion and can non pull off to acquire high income. There are some suggestions that can be used for Cathay Pacific to forestall such issue to go on once more in the hereafter. Cathay Pacific can utilize computerised system in prescreening the application signifier. They must besides put certain demands or criterions to obtain choice campaigner and carry on with the first interview. So. the system will work for them and this helps Cathay Pacific to avoid the subjective judgement in prescreening the application signifier. Apart from implementing the computerised system. Cathay Pacific has to guarantee that their employees understand the importance of accomplishing ends and map of enrolling diverse work force. as it should be align with organisation’s demands. By understanding those things. employees at Cathay Pacific can alter their perceptual experience on the diverse work force enlisting and back up what the administration is seeking to accomplish harmonizing to the enlisting programme. Furthermore. Cathay Pacific have to guarantee the populace that this company is the right topographic point to work by referrals
plan. supplying employee benefits. and back uping adult female and minorities’ event. Hence. this can assist in conveying back their good image of a company who has societal duty and supports diverse work force ( NAS 2005 ) .

5. 2Validation of choice plan
By looking at the stairss in choice procedure. Cathay Pacific has a good choice procedure. They have used the right choice tools to happen the most suited campaigner by proving them in Fieldss like personality. cognition. logical thought and has three interview phases in order to acquire accurate and more information about the campaigners ( Bartram and Baxter 1996 ) . Furthermore. these writers besides mentioned that Cathay Pacific uses practical testing in the choice procedure. Therefore. with this long procedure. Cathay Pacific expects to acquire the right individual to suit the occupation in the right place. As mentioned before. to be a pilot or a staff in Cathay Pacific. campaigners have to go through some trials and three interviews. Then. finishing those procedures does non intend that they will officially go employees of Cathay Pacific nevertheless. they still have to go through some preparation programmes provided by the company. like Cadet Pilot Programme for pilots. Harmonizing to Bartram and Baxter ( 1996 ) . Cathay Pacific realised that their success is based on their employees. whereas enrolling and engaging incur a high cost. Therefore. they must expertise in engaging the most suited employee in order to cut down cost and meet ends. Besides. Cathay Pacific ensures that their choice procedure is dependable and valid. All campaigners have to travel through the same trials and interviews before they are accepted to fall in the preparation plan. However. there is a inquiry in formalizing the consequence. Cathay Pacific is utilizing computer-based system to execute the trials. As such. the standard cogency is non based on the consequence of the trial and significance that higher consequence does non intend to be accepted in Cathay Pacific ( Bartram and Baxter 1996 ) .

However. these writers farther mentioned that the interviewers ( Board of Cathay Pacific ) will make up one’s mind base on their interview and practical in the winging simulation. In here. some job might happen. which is the subjecting judgement and formalizing consequence. When it comes to single to do determination. subjective sentiment is ever at that place. Therefore. the consequence of enlisting may non be accurate and valid. Likewise. the racism issue in Cathay Pacific. enlisting is besides an illustration of subjective judgement happening in the company. Hence. Cathay Pacific has to happen ways to forestall this subjective judgement happen in order to acquire maximum recruiting consequence. First. Cathay Pacific has to reassure the board of managers or interviewers to pattern professionalism in judgment and doing determinations. Next. Cathay Pacific has to come out with a evaluation graduated table that can be used as the guideline in taging the campaigners ( Bruce and Lack 2009 ) . In this evaluation graduated table. Cathay Pacific should advert what objectives or criterions that they are taging on. therefore ; the interviewers may non be misled. Last. these writers farther explained that there should be more than one individual to rate the campaigner in order to acquire accurate consequence and are able to compare the consequences. Then. if there is an every bit weighted in the consequence between Judgess. significance that the consequence is taken accurately and reasonably.

5. 3Conclusion of the Issues
In a nutshell. both issues in Cathay Pacific are really discoursing about the engagement of personal judgement in enlisting and choice procedure. This should non be happened today because administrations have to be just in doing determination and giving equal intervention for everyone. Furthermore. it has proved that by practising equity. administrations would hold a good repute that can convey benefits. Well. Cathay Pacific might confront some troubles in happening synergisms to work together with different people. However. the workers need some clip and procedure to set themselves with the administration and by supplying preparation is one of the effectual manner to assist. Furthermore. Fairness can so be achieved if the Board of Directors in Cathay Pacific uses their professionalism in recruiting and choosing campaigners.

6. 0CONCLUSION
In decision. we would wish to state that Cathay Pacific has several stairss in their enlisting and choice procedure where it is important for doing the right pick to use suited employees for the administration. Likewise. the internal and external enlisting provides a great chance for campaigners to develop and heighten themselves for a better success in the hereafter. whereas the choice procedure prepares campaigners for the following trial or interview by supplying them developing and so on. As a consequence. we would
do a house statement that Cathay Pacific performs a stringent and diligent activity in using people. However. as for some quandary issues sing their employment patterns. Cathay Pacific has made an attempt to turn out it incorrect by supplying suggestions and grounds of their past enlisting consequences and besides by admiting the fact that they are “the Best Airline in the World and the Best Airline First Class in the 2012 Business Traveller China Awards” ( Cathay Pacific n. d. B ) .

7. 0REFERENCES
Airline Jobs 2012. Cathay Pacific Pilot – Second Officer Recruitments. viewed 15 November 2012. hypertext transfer protocol: //pramugari. info/category/vacancy-cathay/ . Bartram. D & A ; Baxter. P 1996. ‘Validation of the Cathay Pacific Airways pilor choice program’ . International Journal of Aviation Psychology. vol. 6. no. 2. pp. 149-169. Bruce. JC & A ; Lack. ML 2009. ‘Using subjective judgement to find the cogency of a tutorial performance-evaluation instrument’ . Journal of Interdisciplinary Health Sciences. vol. 14. no. 1. pp. 1-6. Health SA Gesondheid. viewed 16 November 2012. hypertext transfer protocol: //www. ajol. info/index. php/hsa/article/viewFile/43258/26798. Cathay Pacific ( n. d. a ) . History. viewed 17 November 2012. hypertext transfer protocol: //www. cathaypacific. com/cpa/en_MY/aboutus/cxbackground/history. Cathay Pacific ( n. d. B ) . Press Release Details. viewed 17 November 2012. hypertext transfer protocol: //www. cathaypacific. com/cpa/en_INTL/aboutus/pressroomdetails? refID=106930bb7d20b310VgnVCM1000000ad21c39. Cathay Pacific ( n. d. degree Celsius ) . Careers at Cathay Pacific. viewed 14 November 2012. hypertext transfer protocol: //www. cathaypacific. com/cpa/en_INTL/careershome. Cathay Pacific ( n. d. vitamin D ) . Cathay Pacific Green Explorer Application Form. viewed 20 November 2012. hypertext transfer protocol: //www. cathaypacific. com/wilderness/jsp/form. jsp? origin=TPE Cathay Pacific ( n. d. vitamin E ) . Frequently Asked Question. viewed 14 November 2012. hypertext transfer protocol: //www. cathaypacific. com/cpa/en_MY/faq/careers/flightcrew. Cathay Pacific 2011. Cathay Pacific Sustainable Development Report 2011. viewed 20 November 2012. hypertext transfer protocol: //downloads. cathaypacific. com/cx/aboutus/sd/2011/pdf/CX_SDR11_Full. pdf. Cathay Pacific Services Ltd 2012. Career News. viewed 15 November 2012. hypertext transfer protocol: //www. cpsl. com. hk/CompanyNews/News_01082012_JobExpo. aspx. Dessler. G 2013. Human Resource Management. 13th edn. Pearson Education. Harlow.

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